Classifications within the Bargaining Unit Clause Samples

The "Classifications Within the Bargaining Unit" clause defines which job titles, roles, or positions are included as members of the bargaining unit represented by the union. It typically lists or describes the specific classifications covered, clarifying who is subject to the terms of the collective agreement. For example, it may specify that all full-time and part-time production workers are included, while supervisors and management are excluded. This clause ensures clarity regarding representation, preventing disputes over who is entitled to union protections and benefits.
Classifications within the Bargaining Unit. For all purposes of this Agreement, all bargaining unit members shall be placed in one of the following classifications based on their current assignments: A. Custodial B. Maintenance C. Secretarial D. Paraprofessional
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Classifications within the Bargaining Unit. For the purposes of this Agreement, all Employees shall be placed in one of the following classifications based on their current assignments: A. Bus Monitors B. Bus Drivers C. Custodians D. ALL Paraprofessionals including Classroom Aides, Library Aides and One-on-One Aides E. Supervisors
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Classifications within the Bargaining Unit. For the purposes of this Agreement, all Certified Employees shall be placed in one classification.
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Classifications within the Bargaining Unit. For purposes of the Agreement, all bargaining unit members shall be placed in one (1) of the following classifications based on their current assignments. Placement on the seniority list shall be according to these classifications: 1. Head Cooks 2. Cooks 3. Custodians 4. Driver 5. Nurse 6. Secretarial 7. Teaching Assistants and Certified Clerks (includes Clerks with Teaching Assistant certification) 8. Clerks (without Teaching Assistant certification) Head cooks may bump into a vacant cook position or a position held by a less senior cook; cooks may not bump into a head cook position.
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Classifications within the Bargaining Unit. For the purposes of this Agreement, all Bargaining unit employees shall be placed in one of the following classifications based on their current assignments: A. Paraprofessionals B. Custodians C. Maintenance D. Media Center Library Assistants E. Library Secretary F. Security Staff G. Cafeteria H. Bus Drivers I. Permanent Substitute Bus Drivers
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Classifications within the Bargaining Unit. The City recognizes the Association as the sole and exclusive representative for the Pleasant Hill Police Association bargaining unit consisting of the following classifications, as well as any new classifications which may be assigned to this representation unit by the City Manager: Community Service Officer I; Community Service Officer II; Evidence Community Service Officer; Dispatcher I; Dispatcher II; Police Trainee; Support Services Supervisor; Police Officer; Corporal; Police Sergeant. Signed this 25th day of July , 2023. For the City of Pleasant Hill: For the Pleasant Hill Police Association: By: By: ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇, Mayor ▇▇▇▇▇ ▇▇▇▇▇▇, President By: By: ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇, City Manager ▇▇▇▇▇▇ ▇▇▇▇▇▇▇, Committee Member By: ▇▇▇▇▇ ▇▇▇▇, Committee Member By: ▇▇▇▇▇▇ ▇▇▇▇▇▇, Committee Member APPROVED AS TO FORM: APPROVED AS TO FORM: By: By: ▇▇▇▇▇ ▇▇▇▇▇▇▇, City Attorney ▇▇▇▇▇▇ ▇▇▇▇▇, Esq. Rains ▇▇▇▇▇ ▇▇▇▇▇ St. Phalle & Silver, PC 28 $5,279 $5,600 $5,885 $6,171 $6,488 $6,809 Community Service Officer I 37 $5,508 $5,883 $6,165 $6,478 $6,802 $7,144 Community Service Officer II 49 $5,841 $6,185 $6,488 $6,821 $7,164 $7,532 Evidence Community Service Officer 57 $6,252 $6,631 $6,967 $7,313 $7,677 $8,059 Dispatcher I 70 $6,538 $6,967 $7,311 $7,678 $8,064 $8,468 Dispatcher Ii 112 $6,546 $0 $0 $0 $0 $0 Police Trainee 116 $7,878 $8,376 $8,790 $9,230 $9,692 $10,174 $10,683 Police Officer 117.5 $8,437 $8,972 $9,415 $9,879 $10,377 $10,894 Support Services Supervisor-Non-Sworn 118 $8,272 $8,795 $8,790 $9,691 $10,177 $10,683 $11,218 Master Police Officer* 119 $8,272 $8,799 $9,232 $9,692 $10,177 $10,685 $11,219 Police Corporal 120 $8,685 $9,238 $9,232 $10,177 $10,685 $11,219 $11,780 Master Police Corporal* 141 $9,471 $10,051 $10,545 $11,074 $11,633 $12,215 $12,826 Police Sergeant 142 $9,944 $10,554 $11,073 $11,629 $12,215 $12,826 $13,467 Master Police Sergeant* 28 $5,451 $5,782 $6,077 $6,371 $6,699 $7,031 Community Service Officer I 37 $5,687 $6,074 $6,365 $6,689 $7,023 $7,377 Community Service Officer II 49 $6,031 $6,386 $6,699 $7,043 $7,396 $7,777 Evidence Community Service Officer 57 $6,455 $6,847 $7,194 $7,551 $7,926 $8,321 Dispatcher I 70 $6,751 $7,194 $7,548 $7,928 $8,326 $8,744 Dispatcher II 112 $6,758 $0 $0 $0 $0 $0 Police Trainee 116 $8,134 $8,648 $9,076 $9,530 $10,007 $10,505 $11,030 Police Officer 117.5 $8,711 $9,264 $9,721 $10,200 $10,714 $11,248 Support Services Supervisor-Non-Sworn 118 $8,541 $9,081 $9,076 $10,006 $10,508 $11,030 $11,582 Master Police Office...
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Related to Classifications within the Bargaining Unit

  • NATURE OF THE BARGAINING UNIT 1.01 The Employer recognizes the Union as the sole and exclusive bargaining agency for all of its employees working at The Fairmont Winnipeg, in the City of Winnipeg, in the Province of Manitoba, save and except the Administrative/Clerical persons employed in the Sales/Marketing and Catering departments, those persons employed in the Engineering/Maintenance, Accounting and Human Resources departments, Security staff, Supervisors, Managers, those above the rank of Supervisor and/or Manager and those excluded by the Act. 1.02 The Employer agrees not to increase the number of Assistant Banquet Managers excluded from the bargaining unit beyond six (6) except for legitimate business reasons. When doing so, the Employer shall inform the Union. 1.03 The Employer shall provide the Union with a list containing the current names, social insurance numbers, classifications and rates of pay of all bargaining unit employees, whenever a written request to do so is received from the Union. The Union agrees that it will not make such request more often than once in a calendar year. 1.04 The parties recognize that employees of the Employer in supervisory positions, or above the rank of Supervisor, may (when the situation so requires) help employees covered by this collective agreement in order to maintain the quality of service to customers, and in this case may also perform work currently done by current employees of the bargaining unit. Such work must not, however, cause the elimination of any position now covered in the collective agreement. (a) will not apply. Notwithstanding the foregoing, an employee of the Employer working in a position not covered by the collective agreement, may continue work presently being performed but shall not assume additional duties if this would cause the elimination of a position now covered in the collective agreement.

  • Collective Bargaining Unit 1.1 The Company recognizes the Union as the sole bargaining agent for all regular, part-time and temporary employees1, including technicians of the construction field forces and security employees but excluding: (a) Employees now represented by other bargaining agents. (b) Persons above the rank of working supervisor. (c) Persons who exercise managerial functions in accordance with the Ontario Labour Relations Act. (d) Persons employed in a confidential capacity in matters relating to labour relations in accordance with the Ontario Labour Relations Act. 1.2 The grievance/arbitration procedure may be used to challenge any unreasonable, arbitrary or bad faith action taken by the Company which results in the exclusion of any employee or position from the bargaining unit. The parties will attempt to resolve disputes expeditiously. 1 "Employees" are employees pursuant to the Labour Relations Act for Ontario SO, 1995, c.1 Schedule A, as amended. 1.3 When an employee is removed from normal duties to act in a vacated position or relieve for an incumbent or perform a temporary assignment, the following shall apply: (a) When the length of time involved is known to be three months or less, the employee will retain his/her present jurisdictional status. (b) When it is expected that the length of time will be longer than three months, the employee will be excluded or included at the commencement of his/her new responsibilities. However, in the event the period is actually less than three months: (1) in exclusion cases, the Union will be reimbursed the dues which would have been paid; (2) in inclusion cases, the Union will reimburse the employee the dues which have been paid. (c) When the length of time is unknown, the employee will retain his/her present jurisdictional status up to the three month period. If the period extends beyond three months, the employee will then be either included or excluded.